Women Are Being Pushed Out Of The Workforce, and It's Time Employers Do Something About It. Here's How. How can employers better support the women who work for them?
By Patti Fletcher Edited by Maria Bailey
Opinions expressed by Entrepreneur contributors are their own.
Women are breaking up with work. Since the start of the pandemic, women have left the workforce in droves, and according to the Women at Work 2022 report from Deloitte, they're returning to the workforce at a much slower rate. With outrageously high childcare costs, caregiving responsibilities and trying to balance work, we are burnt out from being overworked, and for those of us who remain in the labor market, it has not been an easy feat.
We know the important role women play in the workplace — we're more empathetic and inclusive. When you place us in leadership positions, we create less gender discrimination and are committed to assisting employees with their career development.
However, that is not the experience women are having. Instead, we are significantly underrepresented in leadership, dealing with microaggressions, and are doing a majority of the work in supporting employee wellbeing in the workplace. Before we reach our breaking point, we must ask the question: "How can organizations better support the women who work for them?"
Related: Women Are Leaving Corporate America for Entrepreneurship. Here's How to Support Them.
Put wellbeing first
Women are essentially expected to work a triple shift. The first shift — working outside the home — is often followed by the second shift — taking care of the home when returning from the first shift. The third shift refers to the work of caring for parents, volunteering or other endeavors. This is something many women, including myself, are all too familiar with. According to the National Alliance for Caregiving, 9.5 million Americans are taking care of their elderly parents and dependent children, and are responsible — physically, emotionally and financially — for simultaneously caring for both. A whopping 64% of those caregivers are women.
We have been conditioned to power through our needs instead of focusing on them. Now is the time to change that. If employers want to see an increase in engagement allow time for wellbeing activities during the workday. Encourage employees to step away from their computers for 30 minutes or more each day to focus on their mental, emotional and physical wellbeing with stress reduction activities like walking, meditation, or yoga. Offer employees flexible work schedules that allow them to start late or leave early to better align with school schedules or appointments.
As the World Health Organization (WHO) put it, "The health, wellbeing, and needs of half the world's population cannot be treated as an afterthought."
Find community in the workplace
With female representation in senior-level leadership low, women need to find support and resources where they can utilize their leadership capabilities and connect to mentors that can help them on their road to career advancement. Workplace Employee Resource Groups (ERGs) are a perfect way to focus on the needs of specific segments of the employee population and are seen as a safe space for employees to share their experiences and be supported by peers and mentors. Having ERGs for women is crucial to building a community and opening organizations to more diversity and inclusivity.
If your organization doesn't have an ERG for women, consider starting one as a way for women to find a supportive community. Also, consider mentor programs that pair women with more senior female leaders.
Related: If You Want More Women in Leadership, You Have to Enact Concerted Change. Here's How.
Be a supportive leader
When I began my career there were hardly any women in leadership positions. I wanted to change that. Being a leader is one of my superpowers, and whether it's my children, my team or other women, it brings me great joy to encourage and inspire women. Being an active leader who shows support is a huge factor in reducing stress on the job for women. When managers and leaders model flexible work practices, are open about their own wellbeing practices and their own mental health and set boundaries for work and life, women will feel more inclined also do so.
Employers can't afford to continue to lose out on the diversity and inclusion that comes from hiring and promoting women. We increase diversity, inclusion and belonging in the labor market, and if organizations want to continue to hire the best talent, and retain them, they are going to have to normalize supportive work environments for women.
